Ever had a great hire leave just after joining?
That’s exactly what happened to us recently. After a long 90-day wait, we brought on board a highly qualified Project Manager (PM) who seemed like the perfect fit for one of our most significant projects—a tailor-made ERP for B2B printing businesses. This project is no small feat; it’s been ongoing for four years and is now at a crucial stage where we’re gearing up to commercialize it.
Everything seemed to be going well. The new PM quickly grasped the project’s scope and was making sound decisions. But just two weeks in, we received an email that caught us off guard—he couldn’t continue due to the demands of the project.
Here’s what I learned from this experience, and why I’m sharing it:
At SparxIT, many of our projects are for U.S.-based clients, which means our teams often work in sync with U.S. time zones. Right now, we’re in a period of stretched commitments, where late-night support from India is essential to meet delivery deadlines. While this is a temporary phase, it’s a reality that every new hire needs to be fully aware of.
The key takeaway: When hiring from large MNCs, it’s crucial to explicitly discuss the differences in work culture, especially when it comes to flexibility during high-pressure periods. MNCs and startups/SMBs operate in fundamentally different ways. What’s a given in one might not be expected in the other.
In this case, we assumed that a seasoned PM would understand the occasional need for extended hours. But assumptions can lead to costly oversights. Clear, upfront communication is essential to ensure alignment and avoid such situations in the future.
Advice for fellow hiring managers:
– Clarify expectations: Make sure candidates fully understand the nature of your projects and the work culture, especially if it involves flexibility during critical phases.
– Bridge the cultural gap: Highlight the differences between working in an MNC versus a startup/SMB, particularly around work-life balance and client expectations.
This experience has been a reminder that no matter how qualified a candidate may be, alignment with your company’s culture and project demands is key to long-term success.
